Which of the following is a work study training method that teaches job skills through a combination of on the job and classroom training?

This tool kit will provide state and local program administrators with information regarding the key components of work-based learning (WBL), an instructional strategy that enhances classroom learning by connecting it to the workplace. It offers guidelines and resources related to creating a state WBL strategy, engaging employers, collecting data, and scaling effective programs.

Components of Comprehensive Work-based Learning (WBL) Programs

Recent research, policy literature, and federal legislation suggest that comprehensive WBL programs contain three key components: the alignment of classroom and workplace learning; application of academic, technical, and employability skills in a work setting; and support from classroom or workplace mentors. View the framework below, then scroll down to learn more about WBL in federal legislation and see references for the three components.

WBL Framework

Click on the components to learn more

Work-based Learning in Federal Legislation

WBL in Perkins

Perkins V defines WBL and uses the term in many sections, including in reference to state plans, programs of study, and collaboration among secondary schools, postsecondary institutions, and employers. The law also includes participation in WBL as one of three indicators of program quality that states may select to report.

WBL in ESSA

ESSA references WBL in three separate sections. In Section 1112, the legislation states that local education agency plans should describe support for WBL programs to provide students with exposure to industry professionals and the option to earn academic credit. Section 2103 includes professional development for teachers and administrators on WBL instruction as an allowable use of local funds. Finally, Section 4203 lists WBL as a possible indicator of career readiness at the secondary school level for the purpose of state applications for federal funds.

WBL in WIOA

WIOA mentions WBL in reference to Job Corps and Vocational Rehabilitation programs. Section 148 describes WBL as a required activity of Job Corps centers, with WBL provided in locations that comply with occupational safety and health guidelines (Section 159). Additionally, Section 418 amends legislation on the use federal vocational rehabilitation funds for training and services for employers to include working with employers to design WBL activities for individuals with disabilities. Section 422 amends the description of pre-employment services for individuals with disabilities to include WBL as a required activity.

For More Information

The following selected references provide more information on the three WBL components and discuss the benefits of WBL participation more generally.

Making Work-Based Learning Work Link

Source: Jobs for the Future. 2016.

This report provides an overview of WBL in a career pathways context, defines five types of WBL experiences (internships, co-ops, on-the-job training, transitional jobs, and apprenticeships), and presents seven principles for quality WBL.

Promising Practices in Work-Based Learning for Youth PDF

Source: National Skills Coalition and the National Youth Employment Coalition. 2016.

This paper describes the benefits and challenges of four strategies for engaging youths in WBL: paid internships for disconnected youths, paid internships for at-risk in-school youths, paid community service opportunities, and youth apprenticeships.

Work-Based Learning for Youth at Risk: Getting Employers on Board PDF

Source: Organization for Economic Co-operation and Development. 2016.

This report summarizes international research on the benefits of WBL for at-risk youths and provides policy recommendations for engaging employers based on an examination of the cost-benefit analysis for WBL.

Work-Based Learning Opportunities for High School Students Link

Source: National Research Center for Career and Technical Education. 2013.

This report provides an overview of the literature and findings from case studies on WBL at the secondary school level, with a focus on three types of WBL activities: internships/cooperative education, apprenticeships, and school-based enterprise.

1. Sensitivity training
2. Transitional analysis
3. Apprenticeship
4. Conference method

Answer (Detailed Solution Below)

Option 3 : Apprenticeship

Free

Teaching Aptitude Mock Test

10 Questions 20 Marks 12 Mins

Management development is a systematic process of growth and development by which the managers develop their abilities to man­age. It is concerned with not only improving the performance of managers but also giving them opportunities for growth and develop­ment.

A large variety of methods of training are used in business. Even within one organization, different methods are used for training different people. All the methods are divided into two classifications:

1. On The Job Training Methods: 

• The On-the-Job Training is a technique wherein the workers, i.e., operative staff, are given direct instructions to perform their jobs on the actual work floor. 
• The workers can learn the skills that are required to be performed in the actual work conditions and also get accustomed to the working environment.
• Also, the organizations need not bear any additional cost of setting up a classroom or a simulated setup for imparting training to the workers, away from the actual work floor, as in the case of Off-the-Job training.

2. Off The Job Training Methods: 

• Off-the-Job Training is the training method wherein the workers/employees learn their job roles away from the actual work floor. 
• Simply, off-the-job training comprises of a place specifically allotted for the training purpose that may be near to the actual workplace, where the workers are required to learn the skills and get well equipped with the tools and techniques that are to be used at the actual work floor.

Apprenticeship: 

• This type of training is generally given to the people in crafts, trade, and technical fields that require long-term learning before they actually gain proficiency in their respective disciplines.
• This training is a blend of classroom and on-the-job training and is conducted under close supervision.
• This can be extended up to 3 to 4 years as apprentices need to go through the learning process till they become an expert in their fields. E.g. The craftsmen job, mechanic, electrician, plumber, toolmaker, etc. have to undergo this type of training.
• On-the-Job training is based on the principle of “learning by doing”, i.e. the workers learn the job while performing it within the actual work environment.
• This type of training is beneficial for both the workers and the organization.
• Thus, Apprenticeship is NOT a part of the off - the job training method. 

Therefore, Option 3 is the correct answer.

1. Sensitivity training is a form of training with the goal of making people more aware of their own goals as well as their prejudices, and more sensitive to others and to the dynamics of group interaction. It is a part of the off-the-job training as it is not directly related to "learning by doing".

2. Transactional Analysis is a training method to develop interactive and communication skills among trainees. Transactional analysis is a means to know why people are as they really are, and also why they say or do things that they actually say or do. When applied to job situations, it provides an understanding of how people relate to each other, and how communication and human relationships between them can be made more effective. It is a part of the off-the-job training as it is not directly related to "learning by doing".

3. A meeting of several people to discuss any subject is called a conference. Each par­ticipant contributes by analyzing and discussing various issues related to the topic. Everyone can express their own viewpoint. It is a part of the off-the-job training as it is not directly related to "learning by doing".

Last updated on Oct 27, 2022

The last date to raise objections against the UGC NET Provisional Answer Key for the merged cycle (December 2021 and June 2022) has been extended till 26th October 2022. The UGC NET Final Answer Key was released for December 2021 and June 2022 cycle (combined). Earlier, the provisional answer key was released and candidates could submit objections against the same till 20th October 2022. The UGC NET CBT exam consists of two papers - Paper I and Paper II. Paper I will be conducted of 50 questions and Paper II will be held for 100 questions. By qualifying this exam candidates are deemed eligible for JRF and Assistant Professor posts in Universities and Institutes across the country.

Which of the following is a type of on the job training method?

Is work study training method with both on the job and classroom training?

What is the most popular method of teaching employees?

Which term refers to a combination of employee characteristics and positive?